What characterizes a behavioral interview?

A behavioral interview is characterized primarily by the use of questions that focus on a candidate’s past behavior in specific situations. The underlying premise is that past behavior is one of the best predictors of future behavior in similar circumstances. By exploring how candidates have handled situations in the past, interviewers aim to gain insight into their problem-solving abilities, teamwork, interpersonal skills, and decision-making processes.

This approach helps employers understand how a candidate might conduct themselves in the job they are applying for by drawing connections between previous experiences and potential future performance. For example, a question might ask a candidate to describe a time they dealt with a difficult customer, allowing the interviewer to assess how the candidate navigates conflict and demonstrates customer service skills.

In contrast, the other approaches identified in the options do not align with the fundamental principles of behavioral interviews. Using hypothetical scenarios, for instance, can certainly be beneficial in assessing problem-solving skills, but that focuses on speculation rather than past experiences. Emphasizing salary negotiations falls outside the scope of behavioral assessments entirely, as this pertains more to financial discussions than behavioral analysis. Lastly, evaluating technical skills only limits the scope of the interview, as it disregards how interpersonal skills and past behavior significantly contribute to overall job performance in many hospitality roles.